Managerial Prerogative Has Gone Too Far?
Whenever an organization is founded and the objectives for its existence have been established, the founders and management of said organization are expected to ensure the continuity, viability, and resilience of the enterprise. This is done via the allocation of needed resources (i.e. capital, human, financial, etc.) and formulation of strategies in order to achieved set and target organizational goals. Once operational, there are other duties, responsibilities, accountabilities, rights and privileges management can and must exercise to achieve continued operational success and efficiency. One of these management principles or concepts is known as managerial prerogative, which "includes the right to organize operations and methods of working, issue detailed instructions on the circumstances in which work is performed, and take in matters relating to working hours in so far as these are not rigidly regulated by collective agreement (Eurofound, 2009)." Often, managerial prerogative is institutionalized in organizational policies and protected by statutes and regulations. However, there have been cases whereby managerial prerogative has been abused or used to cover up the inefficiencies and poor decision-making of the powers that be in the organization. These cases are proofs that managerial prerogative has gone too far and need to be curtailed before it cause undue harm to the organization and the members therein or to the point of breaking the law.
Managerial prerogative is a right and privilege of any employer to regulate all aspects of the organization, but like all rights and privileges, it is not absolute. Further, since managerial prerogative is protected by statues and regulations, "it follows that [it] extends only to constitutionally permissible managerial objectives (Rosenthal, 2008, p. 39)." Aside from the protection...
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